HEALTHCARE HIRING PERSPECTIVES BLOG

Behavioral Competencies, Selection and Your Patients

Posted by  Bryan Warren

 

Why does our work matter? We help organizations achieve their goals. Even in a manufacturing company, those goals are noble. The company’s success has a positive impact on the employees and the community. But here’s the beauty of our work in healthcare: it affects people’s lives, directly and profoundly. Here’s how:

1. A hospital system is going through large scale changes – a merger, re-organization, financial pressures, etc. They have two candidates for the CNO position. Choosing the one who has real leadership skills, who is adaptable, who can motivate the team and manage challenging personalities and situations – may determine how well the system handles these changes and continues to fulfill its mission. Our executive assessment process gives senior leadership a significantly better chance of choosing correctly.

2. Your mother or father is in the hospital and a bit scared. Being in the hospital is personally invasive and even the most strong willed people are forced to give up much of their autonomy. On top of this there is always underlying fear and all of this is magnified when the patient is elderly. That transporter that takes your parent from their room down to imaging – she can just push the wheelchair – or she can make the day with pleasant conversation, making them feel safe and cared for. Our tools and expertise, help HR professional sift through thousands of applications to find transporters who can do this.146795138

3. A patient in his room has pain and hits the call button. Nurses are often incredibly busy and over-worked, but how well they coordinate and prioritize their tasks and how much they care about patients, will determine how quickly they can get to this patient. When they get there, their clinical decision making skills and emotional intelligence will determine whether they take the right course of action. Selecting nurses with high levels of patient focus, the ability to multi-task, and collaborate with their team – will determine how well you care for this patient’s pain.

4. Physicians often have to break bad news to patients and their families. They get precious little training on how to do this well. They are going to be better at is if they have high levels of empathy, communication skills and the sort of emotional intelligence that helps them to sense what the patient and family need. Our tools help you to find physicians with these skills, and then help that physician to learn more about his or her natural behavioral tendencies, making it possible to improve these important interactions.

5. It’s been shown that most negative outcomes are due to simple human error. Whether it’s a wrong site surgery, or failure to follow a procedure that would prevent a hospital-acquired infection – having staff with higher levels of conscientiousness, attention to detail, and accountability – improve the odds that these mistakes don’t happen. Our tools have been shown, over and over, to predict these important behaviors.


Whether you are recruiting for healthcare positions, implementing a selection system for doctors, nurses or senior leaders, or trying to staff a new hospital or department – your efforts play a huge role in an organization’s ability to meet patient’s needs – in ways large and small.

To learn more – download our white paper:

healthcare hospital behavioral competency model

 

Tags:   healthcare hiring, behavioral competencies

Bryan Warren

Bryan is the former Director of Healthcare Solutions at Select International. He was responsible for developing and promoting tools and services designed specifically for the unique challenges faced by healthcare organizations.

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